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Lean is a process improvement approach to improve organization's efficiency by identifying and eliminate non-value-added activities, while Six Sigma is a methodology focused on reduction of process variation. The integration of both, namely Lean Six Sigma (LSS) drives organization on waste elimination, variation reduction and value creation, which ultimately enhancing organizational performance. LSS has been viewed by prior scholars as one of effective approach for business improvement regardless of manufacturing or services industry. However, the research of LSS in education sector, particularly for business school is relatively lacking. Hence, this research aimed to identify the critical success factors (CSFs) for LSS within a business school in Malaysia. The research also aimed to explore the relationship between the LSS, CSFs, and organization performance. There were six CSFs identified from literature review, while organization performance is assessed via the concept of system theory. The research was quantitative based with the lecturers in the business school as the targeted population. Questionnaire was distributed based on stratified sampling plan with 69 responded. Descriptive and Pearson correlation analysis result revealed that lecturers within the business school perceived that all the six LSS CSFs as "very important", and strongly correlated with organization performance, except CSF "project selection and prioritization". As implication, finding from this research suggested that the adaption of LSS between manufacturing and education sectors shared the commonality in term of CSF. However, the business school should look into project proposal from the lecturers' perspective as an alternate source of process improvement opportunity.

The role of entrepreneurship in job creation and unemployment reduction is well established by prior studies. Hence, one of the ways to address the unemployment issue among young graduates in Malaysia is to explore how entrepreneurial intention could be embraced into the broader context of the country's education system. Empirical research found that prior studies on entrepreneurship education in Malaysia tends to focus on reviewing educational policies, issue and challenges. The concept of the entrepreneurial intention determinants beyond entrepreneurial education remains ambiguous. Hence, this study advances the discussion in entrepreneurship education by reviewing determinants for entrepreneurial intention from holistic perspective by integrating Model of Personality Traits and the theory of planned behavior (TPB). Five determinants for entrepreneurial intention are identified from literature review, which are entrepreneurship attitude, subjective norm, behavior control, entrepreneurship education and personality traits. The study is quantitative based, 360 questionnaires were distributed to the undergraduates from three faculties of a public university in Malaysia, with 199 responded. Data was analyzed via Pearson correlation and ANOVA analysis. Finding from the study suggested all the five entrepreneurial determinants are significantly correlated with entrepreneurial intention, and there is no significant difference on entrepreneurial intention based on faculty. However, one of the remarkable finding is Entrepreneurship Education is viewed as determinant with the lowest correlation coefficient with entrepreneurial intention. The implication of this finding is perhaps the content of entrepreneurial education shall emphasize on cultivating students' entrepreneurial attitude, behavioral and personality rather than the theoretical part of entrepreneurial and entrepreneurship.

The purpose of this study is to examine the relationship between pay and benefits, work environment, top management leadership, workload and job satisfaction among academic staffs in a private academic institution in Malaysia. Motivation-Hygiene Theory, Maslow's Needs Hierarchy theory and Leader-Member Exchange (LMX) theory were used to establish the theoretical framework of this study. Questionnaire survey method was employed to collect data which yielded 82 responses in this study. Statistical Package for Social Science (SPSS) was used to perform data analysis throughout the study. All study variables were found to have significant positive relationships with job satisfaction among academic staffs in the selected institution. Top management leadership was discovered to have the most significant relationship with job satisfaction. The findings of this research provide a clear message to the top management that leadership plays an important role in enhancing job satisfaction of the academic staffs. Hence, it is suggested that the institution management should adopt appropriate leadership style and establish effective strategies and policies that aim to increase job satisfaction and performance of the academic staffs.

Industry 4.0 is a new breed from the past industry revolution. The revolution implies an inevitable impact on professional sectors, including education field. Higher Learning Institution (HLI) is viewed as the platform for the development of Industry 4.0 competencies. However, research related to Industry 4.0 competencies among educators or academicians is scarce. Hence, this study aims to assess the level of Industry 4.0 competencies among lecturers in one of higher learning institution in Malaysia, as well as to identify Industry 4.0 competencies that required further enhancement. Five Industry 4.0 competencies identified from literature review, which are Information and Communication Technologies (ICT), Organizational Learning, Innovative Management, Environment and Continuous Improvement competencies. The importance level and implementation level perceived by the lecturers across the five competencies are assessed via questionnaire which responded by 132 lecturers from a higher learning institution in Malaysia. Data collected is analyzed via descriptive analysis to assess the importance and implementation levels perceived by the respondent. In addition, an improvement opportunity index, namely Focus Index is calculated for each competency. Finding from the study reveals that all the four Industry 4.0 competencies are perceived by respondents as important, however implemented at moderate level. Analysis result of Focus Index also suggests that competencies in term of Organizational Learning and ICT are "over focus", while Environment competency is viewed as "under focus" which required further enhancement.

This study intends to explore the relationship between goal orientation, information literacy self-efficacy and lifelong learning outcomes of the adult learners. This study focuses on adult learners as they are actively participating in the development of the country socio-economy and recognized as the potential contributors towards the generation of knowledge-based economy. The findings of this study revealed that there was a significant relationship between mastery goal orientation and lifelong learning. However, information literacy self-efficacy was found to be a predictor instead of a moderator in the model. It is suggested that suitable and appropriate learning methods such as problem-based learning, case scenario presentations, portfolios and clinical debates can be designed specifically to facilitate adult learners' mastery goal learning motivation in promoting lifelong learning. In addition, training and retraining to equip adult learners with new information literacy skills so as to keep up their self-efficacy level will definitely enhance lifelong learning. This study provides a database on the impact of goal orientation and information literacy self-efficacy towards lifelong learning in implementing policy formation, educational structure redesign and human capital development. As such, suitable and appropriate learning methods such as problem-based learning, case scenario presentations, portfolios and clinical debates can be designed specifically to facilitate student learning motivation in the classroom.

Institutions of Higher Learning (IHL) in Malaysia are recognized as the core of new innovation development. This paper empirically studies one of IHLs in Malaysia with the objectives to gauge the perceived important level of success factors for innovation management, and to examine the relationship between innovation management success factors versus innovation performance. Descriptive statistical analysis and Pearson correlation test are used to validate the preliminary research framework. Finding from the study presents an interesting managerial implication where success factor that perceived as the most important is not strongly correlated with innovation performance. Suggestions to enhance the innovation performance are proposed, which comprising securement of greater research funding, expanding number and scope of collaboration or cooperation with external parties as well as continuously upgrading and enhancing the level of expertise. Finally, a revised framework of innovation performance management for Research University is proposed bases on literature review and complemented by the result of this study.

This study aims at determining the impact of lecturers' competencies on students' satisfaction in a private college in Malaysia. Attaining student satisfaction is one of the most critical objectives in all institutions of higher learning. Institutions that fails to do so will definitely affect their reputation and students' intake in future. Dissatisfied students may also affect their academic performance. This study employed quantitative method in examining the hypothesis. Survey method is used for data collection. Fourteen competencies are selected to be measured for this study and total of 260 students are chosen as sample in this case study. Competencies such as knowledge on subject, clarity of presentation, interaction with students, teaching creativity, clarifying learning outcome, class activity and lecture notes are significantly related to student satisfaction positively. The findings also show that lecturer's knowledge of subject contributes most to students' satisfaction.

This paper examines the relationship between human resource development (HRD) practices and employees' job satisfaction. This study is conducted at a public university in Malaysia. A total of 95 questionnaires were collected out of 1110 distributed, indicating an 8.5% rate of return. All respondents were academic staff of the university. Four HRD practices which are examined, including i) Training and development, ii) Organization development, iii) Career development and iv) Performance management. The results show that all HRD practices are significantly related to job satisfaction.